A close-up look at NYC education policy, politics,and the people who have been, are now, or will be affected by acts of corruption and fraud. ATR CONNECT assists individuals who suddenly find themselves in the ATR ("Absent Teacher Reserve") pool and are the "new" rubber roomers, and re-assigned. The terms "rubber room" and "ATR" mean that you or any person has been targeted for removal from your job. A "Rubber Room" is not a place, but a process.

Wednesday, January 11, 2017

When an employee "loses it" at work and decides to get revenge, he/she may gather a group of friends or act alone, but the behavior which occurs is shocking. Most prevalent is a constant belittling, for little or no reason. The effort to diminish a person is unrelenting.

There is no place for anyone who acts in such a way. They need help, counseling, and to be in an environment far from people who want to work.

When Conflict In The Workplace Escalates To Emotional Abuse

Millions of men and women of all ages, ethnic,
and racial backgrounds all across the U.S. hate going to work, gradually fall
into despair and often become gravely ill. Some flee from jobs they used to
love, others endure the situation unable to figure a way out. "Every day
was like going into battle. I never knew when the next bomb would be dropped. I
was afraid to trust anyone for fear they were the enemy. My physical and mental
reserves were depleted. I knew I had to have relief soon. But there was no letup,"
said Diana when we asked how she felt each day. What is going on? Why is this
happening? How prevalent is this? What can be done?

What we are describing here has been
identified as "mobbing" and "bullying" at the workplace.
Co-workers, superiors or subordinates, attack a person's dignity, integrity and
competence, repeatedly, over a number of weeks, months or even years. A person
is being subjected to emotional abuse, subtly or bluntly, often falsely accused
of wrongdoing, and is persistently humiliated.

Dr. Heinz Leymann, a psychologist and medical
scientist, pioneered the research about this workplace issue in Sweden in the
early 80ties. He identified the behavior as mobbing and described it as
"psychological terror" involving "hostile and unethical communication
directed in a systematic way by one or a few individuals mainly towards one
individual." Leymann identified some 45 typical mobbing behaviors such as
withholding information, isolation, badmouthing, constant criticism,
circulation of unfounded rumors, ridicule, yelling, etc.

Because the organization ignores, condones or
even instigates the behavior, it can be said that the victim, seemingly
helpless against the powerful and many, is indeed "mobbed." The
result is always injury -- physical or mental distress or illness, social
misery, and often, but not always, expulsion from the workplace. And sadly, the
victims did not have a reputation of not performing well, not meeting
organizational standards, or who could not get along with others to begin with.
Quite the contrary, more often than not, the targets had been esteemed members
of the organization.

Although mobbing and bullying behaviors
overlap, mobbing denotes a "ganging up" by the leader--organization,
superior, co-worker, or subordinate--who rallies others into systematic and
frequent "mob-like" behavior. In contrast to bullying, mobbing is
clearly a group behavior. Bullying, on the other hand, denotes a one-on-one
harassment. In a mobbing, management is often tacitly involved. This is why, in
such a case, a victim rarely can find recourse.

Mobbing can happen to anyone. It is not
aggression against someone who belongs to a protected class, i.e.
discrimination based on age, gender, race, creed, nationality, disability or
pregnancy. It is therefore that bullying/mobbing behaviors have been termed
general or "status-blind" harassment by Prof. David Yamada of the
Suffolk University Law School.

Impact of Mobbing

Mobbing--the emotional abuse--is a form of
violence. In fact, in the book Violence at Work, published by the International
Labor Office (ILO) in 1998, mobbing and bullying are mentioned in the same list
as homicide, rape, or robbery. Even though bullying and mobbing behaviors may
seem "harmless," in contrast to rape or other manifestations of
physical violence, the effects on the victim--especially if the mobbing is
happening over an extended period of time--have been so devastating for
individuals that some have contemplated suicide. And, we cannot exclude that
some cases of the "going postal syndrome" may not also have been a
consequence of what those individuals perceived as emotional abuse on the job.

Mobbing and bullying affect primarily a
person's emotional well-being and physical health. Depending on the severity,
frequency, and duration of the occurrences and how resilient an individual may
be, persons may suffer from a whole range of psychological and physical
symptoms: from occasional sleep difficulties to nervous breakdowns, from
irritability to depression, from difficulties to concentrate, to panic- or even
to heart attacks. What were occasional absences may become frequent and
extended sick leaves.

Many persons who have become a target of a
mobbing are damaged to such an extent that they can no longer accomplish their
tasks. At the end, they resign--voluntarily or involuntaril--,are terminated,
or forced into early retirement. Ironically, the victims are portrayed as the
ones at fault, as the ones who brought about their own downfalls. And in
numerous instances, the symptoms after a person has been terminated or
resigned, can continue and intensify and have led to the diagnosis of
post-traumatic stress disorder, PTSD.

And it is not only a person's health and sense
of well-being that is seriously affected. Their families and their organizations
are gravely impacted as well. Relationships suffer, and company productivity is
impacted as energies revolve around the mobbing and divert attention from
important and significant tasks at hand.

How It Starts and Why It Happens

It often starts with a conflict, any type of
conflict. However, no matter how hard an individual may try to resolve an
issue, it does not get resolved. The individual does not seem to get recourse.
The issue does not go away and escalates to a point of no return.

What could have been resolved with a bit of
good will and the appropriate mechanisms in place, now becomes a contest
between who is right and who is wrong. Some of the accusations and demeaning
attacks may be guided by a scapegoat mentality, the need for personal power
over others, and by personal animosities, by fears or jealousies.
Group-psychology and a complex array of social-organizational dynamics begin to
play their part.

How, you might ask, when there seem to be more
structures and laws designed to protect workers than ever before, is this
particular workplace behavior--mobbing--so prevalent and yet awareness about
the issue so scarce? We believe there are three reasons.

One is that mobbing behaviors are ignored,
tolerated, misinterpreted or actually instigated by the company or the
organization's management as a deliberate strategy. The second reason is that
this behavior has not yet been identified as a workplace behavior clearly
different from sexual harassment or discrimination. And thirdly, more often than
not, the victims are worn down. They feel exhausted and incapable of defending
themselves, let alone initiating legal action.

The Costs of Mobbing

In 1991 C. Brady Wilson, a clinical
psychologist who specializes in workplace trauma, wrote in the Personnel Journal
(now Workforce Magazine) that real or perceived abuse of employees amounted to
a loss of billions of dollars: "Workplace trauma, as psychologists refer
to the condition caused by employee abuse, is emerging as a more crippling and
devastating problem for employees and employers alike than all the other
work-related stresses put together." The actual costs in terms of lost
productivity, health care and legal costs, not to speak of the psycho-social
implications, are yet to be measured.

Dr. Harvey Hornstein, professor of
social-organizational psychology at Columbia University Teachers College, in
his book Brutal Bosses and Their Prey, estimated that as many as 20 million
Americans face workplace abuse on a daily basis--a near epidemic.

Awareness Grows

Nevertheless, awareness is growing. Bullying
and mobbing at work is increasingly being discussed in the media and in
professional organizations. Researchers in organizational behavior are now
devoting their attention to this topic and a number of articles have appeared
in academic journals and a handful of books have been written over the last
three years devoted to work abuse, brutal bosses, bullying, and mobbing.

What Can Be Done

Persons who have been mobbed or become targets
of bullies have several options. Most importantly, they need to understand that
there is a name for what they are experiencing, that the phenomenon is well
known and is increasingly being researched in this country. They need to
understand that they have become victimized and that there is very little that
they could have done differently. Secondly, they need to assess all their
options in the short, medium, and long run: Is there any way to gain recourse
that they haven't tried yet? Is finding another job within the company a possibility?
Are they prepared to look for another job? What do they need to do to prepare
for the transition? Do they need medical or therapeutic intervention? We advise
people to weigh all their options carefully, to be assertive and most
importantly, to take control of their situation. And, we advise to leave their
workplace sooner rather than later and accept temporary sacrifices rather than
to endure ongoing humiliation that could have much more serious health effects
later.

Management too, needs to be vigilant and spot
any early signals of mobbing. A company policy that enforces respectful
treatment of employees and rewards civility at the workplace can go along way
in preventing mobbing from occurring.

Because of the extensive literature and media
coverage in Europe, the awareness of mobbing in the workplace has become very
widespread there. Mobbing has not only become a household word in Scandinavia
and in German-speaking countries but several countries have enacted new
proactive and protective occupational safety laws, including emotional
well-being on the job, to address the mobbing behavior legally. For example, in
1993 the Swedish National Board of Occupational Safety and Health has adopted
an Ordinance Concerning Victimization at Work. In addition, new organizations
have been created to help victims of mobbing all across Europe, and Australia.
Measures have been initiated in a relatively brief time period to deal with
mobbing behaviors, help mobbing victims and help prevent further mobbing from
occurring. For example, telephone hot lines have been installed and contact
addresses for receiving counseling or advice have been published in the daily
press.

Summary

Mobbing is emotional mistreatment, abuse,
committed directly or indirectly by a group of co-workers directed at anybody.
People who have been affected by mobbing are suffering immensely. Mobbing is as
a serious workplace issue most often leading to voluntary or nonvoluntary
resignation or dismissal. The social and economic impact of the mobbing
syndrome has yet to be measured in quantitative terms in the U.S.

Mobbing can only persist as long as it is
allowed to persist. Organizational leadership plays the most important part in
its prevention. By enforcing decency, civility, and high ethical standards in
the workplace and by creating a nourishing environment, bullying and mobbing
will not surface. There are millions of enlightened managers and leaders and thousands
of companies that do just that. They serve as good examples and places of
refuge.

Biography

Noa Zanolli, Ph.D., is a Swiss social anthropologist, teacher and
mediator living in Bern, Switzerland. In the U.S., she worked for several years
as a mediator in a community mediation center in Ames, IA, was Director of
Education at the Iowa Peace Institute, and has been working internationally as
a mediator trainer. She now is a member of the editorial board of the
German/Swiss/Austrian quarterly journal „perspektive mediation“ (www.verlagoesterreich.at/perspektive-mediation)
and an associate of the IMTD (Institute for Multi-Track Diplomacy,
www.imtd.org). Her website lists her books and articles (some in English,
some in German). She is co-author of "Mobbing: Emotional Abuse in the
American Workplace". The book can be downloaded as a PDF at www.mobbing-usa.com.

New York may
ease the burden on prospective educators by overhauling what critics contend is
a difficult and costly teacher certification process.

On Tuesday,
the Board of Regents discussed a set of recommendations proposed by a group of
education officials and experts charged with evaluating the state’s current
requirements. The state began todiscuss strengthening certification exams in 2009in an attempt to raise standards for
those entering the teaching profession.

But some critics say those changes
went too far and have become roadblocks, particularly for low-income aspiring
teachers and those of color.

Regents Chancellor Betty Rosa said the students who stand to
benefit are often high-quality applicants faced with unfair testing
constraints.

“These are students who have gotten very high scores … Their
GREs [a graduate school entrance test] were
through the roof,” Rosa said. “These were exceptional students and many of them
students of color”

“The
task force recommendations strike the right balance. If the Regents adopt them
— and we urge them to do that — the new requirements will help to ensure that
aspiring teachers know their subject area and how to teach it,” said NYSUT Vice
President Catalina Fortino in a statement. “At the same time, it reduces some
of the costs associated with these Pearson tests and eliminates an unnecessary
and duplicative exam.”

The group called for state officials to potentially
“recalibrate” the passing score on the edTPA, a test that requires prospective
teachers to submit portfolios of work including lesson plans and a video of themselves
teaching. And instead of relying entirely on test scores for those on the
bubble, officials recommended considering additional factors like grade
point average or a professor’s recommendation.

Part of the goal is likely to increase passing rates, since only
77 percent of aspiring teachers have passed the edTPA since its rollout in
New York. Those who fail the test are still allowed to take the
state’s previous exam, which reportedly yielded much
higher pass rates.

Some
Regents expressed concerns the changes could come across as lowered standards.

“We
spent a lot of time talking about raising the bar,” said Regent Andrew Brown.
“As I sat here and listened, it does sound like, at times, we’re talking about
making it easier.”

But
Regent Kathleen Cashin, who chairs the board’s committee on higher education,
argued that revising the standards is fair since the exam is new and requires a
slow, more deliberate rollout.

“Phasing
in and implementation is wise,” she said. “It’s not weakening.”

The
Regents discussed giving prospective teachers more time to prepare for
assessments and to practice their craft. Currently, only 40 days inside a
classroom are required.

“In medicine, if we had 40 days of internship we
wouldn’t make very good doctors,” said Regent James Cottrell, who is a medical
doctor.

The task
force also recommended taking a hard look at — and possibly eliminating —
another certification exam, known as the “Academic Literacy Skills Test,” while
exploring other ways for teachers to demonstrate their literacy skills.

That
exam, which tests things like writing and reading comprehension, has proven
disproportionately difficult for aspiring teachers of color to pass. In the
2013-14, only 48 percent of prospective black teachers and 56 percent of
prospective Hispanic teachers passed the exam, compared to 75 percent of
prospective white teachers.

Both the Board of Regents and New York City have
launched programs to increase the number of educators of color, particularly
men of color, entering the teaching profession. Creating a test that
discourages those students is antithetical to the state’s mission, Regents
said.

Testimonials From Some of Our Clients

“Dear Betsy,
I am forever indebted to you, Betsy, for your expert advice throughout a horrific ordeal. You worked tirelessly to prove my innocence in a 3020a proceeding that was instigated by a corrupt school district and fueled by lies. My proceedings ended with my complete exoneration, my record expunged and my immediate return to the classroom. We didn’t even need to file an appeal! Thank you, Betsy. I am now eligible to retire and enjoy the benefits you helped me to protect. God bless you and the work you do protecting the innocent
Maria G;

Alexandra F.

Dear Betsy,

I just wanted to reach out and say thank you for CONSTANTLY being there for me throughout such a tumultuous time in my life. I have been battling severe harassment at my place of work for months now, and you have advised me through every single second of it. I would not have had the strength or confidence to battle such an evil administration without your help. You have answered my phone calls from 7AM through nearly midnight with any and all of my concerns. I have called you countless times to just vent, or even cry, and you have been there with open arms to pivot my negative anticipations into positive advocacy. You have gone above and beyond your line of duty to help me, and for that, I can never repay you. You have changed the outcome of my life, and led me to justice. More importantly, you have led me to happiness again, for which I am eternally grateful. As I am getting older, I am realizing that there are many bad people in this world, but you are TRULY one of the good ones. When one finds a great person in life with their true best interest at heart, they should hold onto that and take their word as bond. My last statement truly defines you, an expert in what you do, as well as a 24 hour support system. You are amazing Betsy, and my life would truly not be the same if you had not stepped into it!!!!!

Thank you again for EVERYTHING you have done for me. Your advisement and care will be carried in my heart for the rest of my life.

Alexandra F.

Tollyne D.

After 18 years of service, the general consensus as a union member is that you cannot trust people and you have to be extremely careful who you talk to. I was brought up being told that I should be sure that the person I am speaking to is knowledgeable and to be TRUSTED, and Betsy Combier is such a person. She consistently proves that she is trustworthy, very knowledgeable and caring, time and time again.

Tollyne D.

David P.

To whom this may concern,
I want to recommend Betsy Combier as the best person you could have in your corner. From the first day I met Betsy I felt secure. I had the misfortune of having to go through a 3020a hearing and with help of Ms. Combier my job was secure, I don’t know where I would be without Betsy’s help and support. She is still assisting me with my federal case. I could not recommend Betsy any higher, she is a person of her word, and her expertise is important and necessary for everyone without any problem.
David P.

Jason R.

I met Betsy Combier approximately about 5 years ago, as a result of a recommendation from a colleague. Since then she has been an advocate of mine ever since, and has worked above and beyond my expectation. Betsy fights against the wrongdoing of public education officials in New York City. Throughout the extremely difficult arbitration, Betsy fought for my unalienable rights, even though my former principal did everything in her power to tarnish my name and damage my career.
Betsy is not an attorney yet she has the experience and knowledge that is above and beyond that of an attorney and follows through on all issues. She is truly an angel from heaven above, and a quality public defender.

Laura B.

I was charged with a 3020A in October 2016 after receiving three developing ratings in a row. I called numerous law firms as well as my union. Most people who I talked to said that I should settle because I was fighting a losing battle. A lawyer told me that anyone that says you can win a 3020A is a liar. I heard about Betsy from a teacher placed in my building who was going through the 3020A process. I hired Betsy and one of the Attorneys who works with her and her company, and won my case! Betsy saved my job and saved my life because she was emotionally supportive at a time when I needed it the most. Betsy goes above and beyond for her clients. She is readily available day and night for her clients. Betsy’s knowledge of education law is exceptional and she was a great help to my attorney. Betsy is relentless and fights hard for her clients.

ADVOCATZ

Contact me with a concern or issue

I assist anyone who needs help, so email me your problem to start the ball rolling! I am a teacher/parent advocate, and I am the editor/writer for this blog and the website parentadvocates.org. I also write about court corruption on my blog "NYC Court Corruption". I am interested in random injustice and the criminalizing of innocent people. If you want to chat you may email me at: betsy.combier@gmail.com and I'm on twitter and have a facebook page too. I'm not an attorney and do not give legal advice.

If you want to talk with me about your 3020-a charges, I consult and go over your case without charge. No fee.

And, in response to the lies of certain individuals who resent my work, the truth is that all conversations are confidential and I do not tape secretly.

Betsy Combier

My Thoughts and Raison d'etre

This blog is about the denial of Constitutional rights by the Mayor, the New York City Department of Education and the Chancellor, New York State and Federal Courts, New York State legislature, and the United Federation of Teachers (UFT), as well as PACs and all parties participating in the business of public school education in New York City, to harm and in neglect of parents, children, and staff of public schools in the five boroughs. These thoughts are not simply mindless conclusions reached out of thin air, but a result of 14 years of research into the NYC DOE and the Courts as a reporter and paralegal.
I am an advocate of Unions and union rights, public schools and charters, and learning online as well as outside of the classroom. I cannot and do not support anyone, whether they be union management, government, private members of the political or legal system, or simply retired teachers with an agenda, if he or she tramples, discards, or rebuffs anyone's individual civil rights. As a reporter, journalist, advocate, researcher and paralegal, I have created this blog to inform the public about my experience working for the UFT and being the parent of four daughters who went through the public school system in NYC, as well as examine issues that flow from the massive denial of due process rights that I saw and have documented. The two most important points you should remember: first, everyone at the New York City Board/Department of Education and all Union bigs are motivated by power and money, and looking good. If anyone dares to blow the whistle on these racketeers, retaliation follows, so be a strategist; second, I am not an Attorney and nothing I write or say is legal advice, simply my thoughts. Take 'em or leave 'em.
Betsy Combier, Editor
NYC Rubber Room Reporter
http://nycrubberroomreporter.blogspot.com
New York Court Corruption
http://newyorkcourtcorruption.blogspot.com
Parentadvocates.org
http://www.parentadvocates.org
Facebook: http://www.facebook.com/betsy.combier
Twitter: http://twitter.com/BetsyCombier
The NYC Public Voice
http://nycpublicvoice.blogspot.com/betsy.combier@gmail.com
Lawline July 27, 2011
http://www.teachem.com/lawlinetv/learn/lawline-tv-teachers-unions-the-last-in-first-out-rule/

Principal Anne Seifullah changes her image so that she can keep her job amidst sexting and trysts in the school, Robert Wagner Secondary Sch...

Google + Rubber Room Community

FAITH

When we walk to the edge of all the light we have and take the step into the darkness of the unknown, we must believe that one of two things will happen. There will be something solid for us to stand on or we will be taught to fly. Patrick Overton

Truth Seeks Light - Lies Seek Shadows

sayin like it is

Actions Have Consequences

Writing as Music

Rubber Room teachers wish me a happy birthday (2006)

"Educating the mind without educating the heart is no education at all."

- Aristotle

Important Numbers

Amy Arundel (ATR Point Person) 212-510-6468

UFT www.uft.org

OPI (Problem Code) 1-718-935-2666

UFT Certification Services 1-212-420-1830

Teachers REtirement System 1-888-869-2877

Mandated Reporters 1-800-635-1522

Staten Island UFT 1-718-605-1400

Brooklyn UFT 1-718-852-4900

Bronx UFT 1-718-379-6200

Manhattan UFT 1-212-598-6800

Queens UFT 1-718-275-4400

Rubber Room Satire

The Labor Movement

The Teaching Equation

We Can Work Out Our Differences

The E-Accountability Foundation

The E-Accountability Foundation brings you this blog which highlights issues that have or should be read by people interested in civil rights, and accountability. The E-Accountability Foundation is a 501(C)3 organization that holds people accountable for their actions online and, through the internet, seeks to bring justice to anyone who has been harmed without reason. We give the'A for Accountability' Awardto those who are willing to blow the whistle on unjust, misleading, or false actions and claims of the politico-educational complex in order to bring about educational reform in favor of children of all races, intellectual ability and economic status.

AddThis

Performance Management - Office of Labor Relations

From Betsy Combier

The NYC Office of Labor Relations, with the support of the UFT, has issued to principals a document called"Performance Management" on how to get rid of an incompetent teacher. Who is an "incompetent teacher"? Anyone the NYC Department of Education wants to remove from the system because he/she is too senior (makes too much money), is disabled (and therefore cannot be deemed factory-perfect) and/or is other impaired (is a whistleblower, cannot be intimidated, is ethnically challenged - not the 'right' race, etc).

Candace R. McLaren

Director, Office of Special Investigations (OSI)

Follow by Email

Polo Colon

"Rubber Room"

(1) a space where a worker subject to a disciplinary hearing or other administrative action waits and does no work; generally, a place or personal mind-set of isolation.(2) a literal reference to a padded cell, which is, according to the New Oxford American Dictionary, “a room in a psychiatric hospital with padded walls to prevent violent patients from injuring themselves.”from Double-Tongued Dictionary http://www.doubletongued.org/index.php/dictionary/rubber_room/

"Rubberization"

The word "rubberization" is a new word that is used to describe the process of assigning and paying people to sit and do nothing in a drab room away from their place of employment while their employers make up charges that allege sexual or corporal misconduct without any facts upon which to base the allegation on.

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Theresa Europe, NYC BOE ATU Director

Robin Greenfield

Deputy Counsel to the NYC DOE

UFT Pres. Mike Mulgrew and NYC Mayor Mike Bloomberg

UFT umbrella pals

New York State Supreme Court Judge Manuel Mendez

ATR CONNECT

Tenured Teachers who are found to be guilty of misconduct or incompetency at 3020-a but are not terminated, who have blown the whistle on the misconduct of politically favored NYC Department of Education employees, and/or who are simply disliked for any reason can suddenly find themselves in the ATR ("Absent Teacher Reserve") pool - employees without rights or voices, and without chapter leader union representation.

This new group of people are the "new" rubber roomers without representation at the UFT and denied the protection of the Collective Bargaining Agreement, because basically they have been pushed out of their jobs unfairly and under color of law by Mayor Bloomberg and the Chief Executives of the Department of Education who call themselves "Chancellors", "Network Leaders", "Superintendents", etc., consistently without any facts or evidence to support the false claims.

A group of teachers who are, or were, made into ATRs, ATR Polo Colon, and I, Betsy Combier, an advocate for transparency and labor/employment rights, have joined together to expose the denial of due process, civil and human rights by chiefs of the NYC Department of Education (NYC DOE), certain arbitrators at 3020-a, leaders of the United Federation of Teachers (UFT), the "investigators" -agents who work for the Special Commissioner of Investigation (SCI), Office of Special Investigation (OSI), and the Office of Equal Opportunity (OEO) - and the Attorneys who work for the New York United Teachers (NYSUT), and the New York Law Department (Corporation Counsel).

In order to protect the safety of those who join this group to promote an end to the "Rubberization" process described on this blog since 2007, names of those who tell their stories will, for now, remain anonymous if the person so desires, and Polo and I will be the gatekeepers. So if you are an ATR, or know a story involving an ATR or someone re-assigned or about to go into a 3020-a, please use the email address advocatz77@gmail.com and give us your contact information. We will protect your anonymity and hold onto your privacy.

Betsy Combier and Polo Colon, Editors

FAITH When we walk to the edge of all the light we have and take the step into the darkness of the unknown, we must believe that one of two things will happen. There will be something solid for us to stand on or we will be taught to fly.

Patrick Overton

We have forty million reasons for failure but not a single excuse.Rudyard Kipling (1865-1936)

The Re-Assignment Overview by Betsy Combier

The New York City Board of Education decided in 2002 to rid the public school system of staff who interfered with their takeover and control. The criteria for a "good teacher" is now, more often than not, a "silent teacher", a person who never asks questions, is younger than 40, is making a salary below $50,000, does not care about kids and what they learn, or whether or not money (books, supplies, equipment, etc) is missing. When a teacher or staff member of a school dares to do the right thing and speaks out about wrong-doing - this person is often called a "whistleblower" or "flamethrower" - or, simply is not liked for any reason by the Principal/NYC personnel, suddenly he/she is accused of something by somebody ("given a label of "A", "B", "C", and so on) and whisked away to a drab room called a temporary re-assignment center or "rubber room". Members of the offices of the Special Commissioner of Investigation or the Office of Special Investigations then start work on building a case against the person to justify their being thrown in prison, declared "unfit for duty", or, as Mr. Joel Klein has said, characterized as "guilty of sexual activities and corporal punishment" against the children of New York City.The stories of the people I have met who sit every day in the 8 rubber rooms of NYC prove to me that Mr. Klein is very wrong about his assessment, and this blog is created to prove it to you.

Puppy Snooze

US Department of Labor ELAWS

Aeri Pang, Gotcha Squad Attorney

Attorney Pang, red dress, now chief Attorney For New York State Supreme Court Judge Cynthia Kern

New York State Supreme Court Judge Cynthia Kern

NYC EdStats You Can Use

$12.5 billion: Annual New York City Department of Education (DOE) budget (2002)

$21 billion: Annual New York City DOE budget (2009)
1,719: Number officials employed by the DOE central administration in June 2002

2,442: Number of officials employed by the central administration as of November 2008

2: Number of DOE officials earning more than $180,000 per year in 2004.

22: Number of DOE officials earning more than $180,000 per year in 2007.

5: Number of DOE public relations staffers in 2003.

23: Number of DOE public relations staffers in 2008.

944: Number of contracts approved by DOE in 2008, at a total cost of $1.9 billion.

20: Percentage of contracts that exceeded estimated cost by at least 25 percent.

$67.5 million: Annual budget of Project Arts, a decade-old program that was the sole source of dedicated funding for arts education. It was eliminated in 2007.

86: Percentage of principals who said in a 2008 poll that they were unable to provide a quality education because of excessive class sizes in their schools.

100,000: Number of seats DOE plans to provide for charter school students by 2012.

25,000: Number of seats DOE plans to build under 2010 to 2014 capital plan.

66,895: Number of K-3 school-children in classes of 25 or more during the 2008-09 school year.

15,440: Average number of seats per year built during the last six years of the Rudolph Giuliani administration.

10,895: Average number of seats per year built during the first six years of the Bloomberg administration.

27.2: Percentage of newly hired teachers in 2001-02 who were Black.

14.1: Percentage of newly hired teachers in 2006-07 who were Black.

53.3: Percentage of newly hired teachers in 2001-02 who were white.

65.5: Percentage of newly hired teachers in 2006-07 who were white.

76: Percentage of white and Asian students who performed better than the average Black and Latino students in 8th grade English Language Arts (ELA) in 2003.

75: Percentage of white and Asian students who performed better than the average Black and Hispanic students in 8th grade ELA in 2008.

77: Percentage of white and Asian students who performed better than the average Black and Hispanic 8th graders in math in 2003.

81: Percentage of white and Asian students who performed better than the average Black and Hispanic 8th graders in math in 2008.

54: Percentage of New York City public school parents who disapproved of Mayor Bloomberg’s handling of education, according to a March 2009 Quinnipiac poll.

Sources: New York City Council, New York City Comptroller’s Office, New York Daily News, New York Post, Eduwonkette, Quinnipiac Institute, Black Educator, Class Size Matters, New York City Schools Under Bloomberg and Klein.

Betsy Combier and NYSUT lawyer Chris Callagy

The New York City Whistle Award

NYC Whistlers, Winners of the NYC Whistle Award

...are those individuals in New York City who are willing to whistleblow unjust, misleading, or false actions and claims of the politico-educational complex in order to bring about educational reform in favor of children of all races, intellectual ability and economic status. Whistlers ask questions that need to be asked, such as "where is the money?" and "Why does it have to be this way?" and they never give up.

These people have withstood adversity and have held those who seem not to believe in honesty, integrity and compassion accountable for their actions.

Congratulations, and keep up the good work!

Betsy Combier

Special Commissioner of Investigation Richard Condon

Condon "qualified" for his current post after Bloomberg lowered standards; who will leash him?

A great teacher

After being interviewed by the school administration, the prospective teacher said: 'Let me see if I've got this right.

'You want me to go into that room with all those kids, correct their disruptive behavior, observe them for signs of abuse, monitor their dress habits, censor their T-shirt messages, and instill in them a love for learning.

'You want me to check their backpacks for weapons, wage war on drugs and sexually transmitted diseases, and raise their sense of self esteem and personal pride.

'You want me to teach them patriotism and good citizenship, sportsmanship and fair play, and how to register to vote, balance a checkbook, and apply for a job 'You want me to check their heads for lice, recognize signs of antisocial behavior, and make sure that they all pass the final exams.

'You also want me to provide them with an equal education regardless of their handicaps, and communicate regularly with their parents in English, Spanish or any other language, by letter, telephone, newsletter, and report card.

'You want me to do all this with a piece of chalk, a blackboard, a bulletinboard, a few books, a big smile, and a starting salary that qualifies me for food stamps. 'You want me to do all this and then you tell me. . . I CAN'T PRAY?

NYC Police Commissioner Ray Kelly

Joel Klein's famous statement about rubber room teachers and staff

On November 27, 2006, temporarily re-assigned teacher (TRT) Polo Colon asked Joel Klein, the "pretend" Chancellor of the NYC public school system, if he had voted to terminate teachers at the secret Executive Session held just before the public meeting of the Panel For Educational Policy.Mr. Klein answered,"We did not vote to terminate you. We did vote to terminate a teacher in executive Session...in fact, we voted to terminate two teachers. It's perfectly consistent with the law.Many teachers have been charged with sexual activities and some are charged with corporal punishment...I have no interest in removing people who are qualified to teach, I can assure you, because I dont get any return...and in fact, I have complained publicly about how long this process drags out. But our first concern will always be and, as a former lawyer and somebody who clerked on the United States Supreme Court I will tell you, there is no violation of due process whatsoever..."- extracted from the audiotape of the PEP meeting bought by Betsy Combier after filing a FOIL request to the NYC BOE

Rally November 2008 at Tweed

November 26, 2007 Candelight Vigil

Thousands of teachers and school staff members rally at Tweed

A Review of Battling Corruption in America's Public Schools by Betsy Combier

Lydia Segal's book puts the NYC, Chicago, and California Departments of Education on notice....we who have read this book know more about how the system is not there for our kids than "you" want us to know. Lydia Segal's book Battling Corruption in America's Public Schools changes the public school reform movement forever. We can no longer assume that more money allocated to our schools will "fix" the disaster that is our public school system.

Lydia Segal draws on her 10 years of undercover investigation and research in over five urban school districts, including the three largest, New York City, Los Angeles, and Chicago, and the two most decentralized, Houston and Edmonton, Canada, to provide, in her new book Battling Corruption in America's Public Schools, the details of the corruption, theft, fraud, and patronage that has overrun our public school establishment for several decades. There is no question that anyone who is interested in school reform -this means anyone who pays taxes, is a parent or guardian of a child attending school and/or who works toward a goal of establishing an education system that puts children first - must read this book. Ms. Segal's research and information on the education establishment's 'dark' side outrages the reader, and incites us to demand change. Her book therefore, is much more than a book, it is a call to action. We cannot be bystanders any longer to the systemic abuse she so vividly describes, and we will never be able to listen in the same way ever again to school Principals, Superintendents, school custodians or district board members as they request more money "to help the children."

The book's detailed reports on the corruption and crime in our public schools, supported by 52 pages of interview notes, references and specific examples, provide irrefutable evidence that the current failures of our nation's public schools are not due to the lack of money but the impossibility of getting the money to the children who need it and for whom the money is allocated in the first place. Recent statistics show that students of all ages are not learning what they need to know, schools are overcome with violence, teachers are demoralized, and yet billions of dollars are literally shovelled into the system every year. The New York City school system receives more than $16 billion every year; Los Angeles, $7 billion; and Chicago, $3.6 billion. Where does this money go? We have all asked this question as we have walked through school hallways dodging the paint falling off the walls and ceilings, watching our children sitting on broken chairs, using bathrooms without running water or toilet paper, and struggling to achieve their personal best without the services and resources they are supposed to have. Battling Corruption in America's Public Schools is the first book ever to systematically examine school waste and corruption and how to fight it. Ms. Segal, an undercover school investigator turned law professor, documents where the money goes, how waste and fraud embedded in the operation of large school bureaucracies siphon money from classrooms, distort educational priorities, block initiatives, and what we can do to bring badly-needed change. She describes in detail how only a small percentage of the money allocated to students in our public schools actually gets used by them due to corruption and waste, and how city school systems scoring lowest on standardized tests tend to have the biggest criminal records and most payroll padding. Coding problems, the procurement process, compartmentalization and opacity of information leave administrators with only two options: good corruption (which ultimately helps the kids) and bad corruption (which never helps anyone but the perpetrator and his/her allies and accomplices). Indeed, the system fights those who try the good corruption route.

Ms. Segal argues that the problem is not usually bad people, but a bad system that focuses on process at the expense of results. Decades of rules and regulations along with layers of top-down supervision make it so hard to do business with school systems that they encourage the very fraud and waste they were designed to curb. She tells us about how the "godfathers" and "godmothers" (the school board members) obtain jobs for their "pieces" in order to protect the systemic waste and fraud from being dismantled or exposed. Fortunately, she writes, there are good people involved in the corruption as well who must violate the rules in order to get their jobs done. Nonetheless, absurdities abound: school systems following rules to save every penny spend thousands of dollars hunting down checks as small as $25; it takes so long to pay vendors for their work that some have to bribe school officials to move their checks along; caring Principals who want to fix leaky toilets may have to pay workers under the table because submitting a work order through the central office could, and often does, take years. Meanwhile, those who pilfer from classrooms get away with it because the pyramidal structure of large districts makes schools inherently difficult to oversee. What makes Battling Corruption in America's Public Schools a must-read is not only the fascinating - and depressing - details of the systemic wrong-doing but also Ms. Segal's suggestions for reform, based on the proven track records of school systems across North America that have successfully reduced waste and fraud and have pushed more resources into schools.

The pathology of the corruption suggests the remedy, Ms. Segal says, which is decentralization of power into the schools and the hands of the Principals. Distilling what successful school systems have done, Segal advocates new forms of oversight that do not clog up school systems and recommends giving principals more discretion over their school budgets as well as holding them accountable for job performance. She argues for "autonomy in exchange for performance accountability" as part of a bold, far-reaching plan for reclaiming our schools. Her conclusion is logical and convincing. Everyone who reads this book will find his or her perception of public school education changed forever. We cannot accept any longer that a generation of children has been abused by a system that is so full of greed and corruption without screaming "stop!" and "Your game is up!"

Segal reveals how systemic waste and fraud siphon millions of dollars from urban classrooms and shows how money is lost in systems that focus on process rather than on results, as well as how regulations established to curb waste and fraud provide perverse incentives for new forms of both. Anyone who is interested in school reform--this means anyone who pays taxes, is a parent or guardian of a child attending school, and/or who works toward a goal of establishing an education system that puts children first--must read this book. --

Lydia G. Segal is Associate Professor of Criminal Law and Public Administration at John Jay College of Criminal Justice, City University of New York.

The NYC BOE FAMIS Online Tour

The FAMIS Portal Online Tour provides an overview and demonstration of the FAMIS Portal. Computer speakers or headphones are recommended. Choose an item of interest below, or click on the Introduction to proceed through all of the modules in sequence.

About Me

Reporter, paralegal, advocate,I will investigate, search on the internet and in all data bases for information that will help a person in need of resolution to a problem.I believe in substantive and procedural due process for all individuals, groups and organizations and trademarked the term "e-accountability" to describe the purpose of my work. I am the parent of four daughters.

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Testimonials From Some of Our Clients

Dear Betsy,
I am forever indebted to you, Betsy, for your expert advice throughout a horrific ordeal. You worked tirelessly to prove my innocence in a 3020a proceeding that was instigated by a corrupt school district and fueled by lies. My proceedings ended with my complete exoneration, my record expunged and my immediate return to the classroom. We didn’t even need to file an appeal! Thank you, Betsy. I am now eligible to retire and enjoy the benefits you helped me to protect. God bless you and the work you do protecting the innocent.-Maria G.
To whom this may concern,
I want to recommend Betsy Combier as the best person you could have in your corner. From the first day I met Betsy I felt secure. I had the misfortune of having to go through a 3020a hearing and with help of Ms. Combier my job was secure, I don’t know where I would be without Betsy’s help and support. She is still assisting me with my federal case. I could not recommend Betsy any higher, she is a person of her word, and her expertise is important and necessary for everyone with any problem-David P.
I met Betsy Combier approximately about 5 years ago, as a result of a recommendation from a colleague. Since then she has been an advocate of mine ever since, and has worked above and beyond my expectation. Betsy fights against the wrongdoing of public education officials in New York City. Throughout the extremely difficult arbitration, Betsy fought for my unalienable rights, even though my former principal did everything in her power to tarnish my name and damage my career.
Betsy is not an attorney yet she has the experience and knowledge that is above and beyond that of an attorney and follows through on all issues. She is truly an angel from heaven above, and a quality public defender.-Jason R.
I was charged with a 3020A in October 2016 after receiving three developing ratings in a row. I called numerous law firms as well as my union. Most people who I talked to said that I should settle because I was fighting a losing battle. A lawyer told me that anyone that says you can win a 3020A is a liar. I heard about Betsy from a teacher placed in my building who was going through the 3020A process. I hired Betsy and one of the Attorneys who works with her and her company, and won my case! Betsy saved my job and saved my life because she was emotionally supportive at a time when I needed it the most. Betsy goes above and beyond for her clients. She is readily available day and night for her clients. Betsy’s knowledge of education law is exceptional and she was a great help to my attorney. Betsy is relentless and fights hard for her clients. -Laura B.

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